{"id":2723,"date":"2015-05-20T12:05:58","date_gmt":"2015-05-20T04:05:58","guid":{"rendered":"http:\/\/www.appliedpsyj.org\/journal\/?p=2723"},"modified":"2015-06-02T22:19:42","modified_gmt":"2015-06-02T14:19:42","slug":"using-organizational-culture-framework-to-inquire-the-meaning-of-healthy-organization","status":"publish","type":"post","link":"https:\/\/www.appliedpsyj.org.tw\/journal\/?p=2723","title":{"rendered":"Using Organizational Culture Framework to Inquire the Meaning of Healthy Organization"},"content":{"rendered":"

Jui-Ping Hung<\/strong>
\nDepartment of Counseling Psychology Chinese Culture University
\nJyh-Hong Lee<\/strong>
\nDepartment of Psychology\u00a0Asia University
\nChih-Ming Chou<\/strong>
\nDepartment of Psychology\u00a0Fu-Jen Catholic University
\nChao-Ming Liu<\/strong>
\nDepartment of Psychology\u00a0Fu-Jen Catholic University<\/p>\n

With the rise of ‘Occupational Health Psychology’, ‘health’ turns into an important focus and criterion when it comes to the study and intervention about organization. This study inquires what exactly the \u2018healthy organization\u2019 is. Proceeding from relevant references and definitions, this study concludes with several propositions in what a ‘healthy organization’ would consist of, and reflects further about the meaning of ‘healthy organization’ from the aspect of organizational culture. Then with two organizational cases, this study discusses whether the views of ‘healthy organization can be adopted in the field, and explores and develops the meanings of each view and the impact each has had on the health of organizations and their members. The two cases demonstrate ‘Feudal Paternalistic Bureaucracy Culture,’ which shows that the organizations have their own relevant problems and impacts on members\u2019 health; GN Company has the problem of insufficient integration in organizational culture, and ABC College has the problem of the incongruence between the espoused values and basic assumptions. The two organizations in the end have problems that their organizational culture cannot deal with their adaptation into the external changing environment. And then researchers reflect on the study themes again, including the position of this study and find out that within the process of debating, researchers\u2019 views changed from a focus on the ‘healthy-unhealthy organization’ to the dynamic changing process of intra-organization and external organization environment.
\nThis praxis position of this study lies in ‘promoting the organization and its members to move forward to a healthier and happier existence’, and adopts multiple views of dialogue and dialectic based on a post-modern paradigm. Secondly, when researchers\u2019 thoughts and views turn towards post-modernism, our cultural views are different, and ‘change or not to change’ becomes the basic anxiety of post-modern organizations, too. Thus, the meaningful question ‘what kinds of organizational culture characteristics or structures are healthy?’ turns into ‘with the changing process of the dynamic culture, how to promote or move towards healthy?’, and ‘in the process, what can we do to promote or keep the organization and its members healthy?<\/p>\n

Keywords\uff1a health, healthy organizations, organizational health,\u00a0organizational culture, occupational health psycholo<\/p>\n","protected":false},"excerpt":{"rendered":"

Jui-Ping Hung Department of Counseling Psychology Chine …<\/span> Read More →<\/span><\/a><\/span><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[125],"tags":[],"class_list":["post-2723","post","type-post","status-publish","format-standard","hentry","category-125"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t